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The purpose of this paper is to examine the influence of anticipated emotions (AE) on behavioural intention and behaviour to consume filled chocolates and to give an indication on the possible differences in consumer behaviour between two countries.

The theory of planned behaviour (TPB) was used to explain the consumption of chocolate. In this study, TPB is extended with a construct for AE.

A total of 859 consumers in Belgium and Hungary participated in the study and results showed that including AE increases the predicted variance of the TPB. Moreover, AE have a positive effect on the intention and the actual behaviour of consumers. Next, the study suggests that Belgian consumers are more influenced by their emotional and control beliefs and that Hungarian consumers are also driven by opinion of family and friends and some behavioural beliefs.

Overall, TPB can contribute to the understanding of behavioural intention and behaviour towards eating filled chocolate. Moreover, it can help to develop a marketing plan for specific consumer segments as it can identify influencing factors and consumer beliefs towards a product.

This is the first study that compares the fit of the TPB model with and without the construct of AE. The work contributes to the growing literature on emotions as it does not focus on emotions elicited during or after consumption, but explores if the AE also play a significant role in behaviour.

There is a growing interest in measuring emotions evoked by food products to gain additional insights in how consumers perceive and choose food products. The aim of this study was to investigate if consumers' emotions are influenced by flavour, gender, consumption habits, actual tasting or consumer attitude towards a product. Chocolate was chosen as the product under study as its consumption is associated with evoking several emotions.

During a between-subjects experiment at a local food fair, consumers (n = 910) evaluated either the name “chocolate”, plain dark chocolate or raspberry flavoured dark chocolate. Participants rated the intensity of 24 emotions and answered the 24 statements of the Attitude to Chocolate Questionnaire.

The results showed that sensory characteristics have a significant influence on the emotional profiles whereas no difference was found between tasting and not tasting. Gender and prior liking had little to no influence. Finally, the results suggested that consumption frequency and attitudes towards chocolate did have an influence on the emotional profiles.

The results show that producers should try to evoke positive emotions which could be emphasised through marketing. Gender differences for emotional profiling advocate that future research should not only analyse global results but also separately analyse by gender. Moreover, usage frequency and attitudes towards chocolate had an impact on the emotions meaning that future research should consider those when setting up research.

This study further contributes to the growing literature on emotions. It examines the added value of actual tasting chocolate while prior research focuses either just names or just sensory evaluation. Also, this paper further explores to which extent flavour, gender, consumption habits and attitude impact the emotional associations of chocolate.

The purpose of this paper is to examine the influence of sensory attributes of milk chocolate on consumers’ emotions and their hedonic ratings using three commercial brands of milk chocolate.

Quantitative descriptive analysis by a trained panel (n=8) was performed to obtain the sensory evaluation of the samples. A group of 127 consumers evaluated the samples to indicate their hedonic ratings (nine-point hedonic scale) and emotions (EsSense Profile®).

The sensory profiles for the three chocolate types showed clear differences. EsSense Profile® methodology revealed that each type of chocolate had a distinct emotional profile. The premium brand was associated with the highest number of positive emotions, whereas the traditional brand was associated with most of the negative emotions (“bored”, “disgusted” and “worried”). The drivers of liking were mainly positive and unclassified emotions. Also, gender differences in emotional profiling were found.

This study illustrates that sensory and emotional measurements can contribute to a better understanding of consumers’ hedonic liking. Moreover, gender differences found in emotional profiling should raise awareness that gender may lead to different emotional profiling. These gender differences are of interest to food companies, for instance, for food product development or marketing purposes.

This study further contributes to the growing literature on emotions. By combining sensory evaluation by a trained panel and emotional profiling by consumers, this paper explores how combining these measurements can contribute to a better understanding of the drivers of liking for milk chocolate.

This paper reports on a study of the employment implications of different downsizing approaches using 19 case studies of Belgian organizations recently confronted with downsizing. Based on the results of this empirical study, a two‐dimensional categorization model is developed. The first continuum of the model represents the timeframe (reactive to proactive) of downsizing strategies, while the second continuum represents the focus of reorientation practices towards the internal or external labour market. Based on this categorization scheme, the employment implications were explored. Further theoretical, managerial and governmental implications are also suggested.

This study aims to investigate the relationship between leadership empowerment behaviour (LEB), employee psychological empowerment and employee attitudes (affective commitment and job satisfaction) and behavioural intentions (intention to stay).

The hypotheses were simultaneously tested on a sample of 380 frontline service employees, using structural equation modeling.

The paper found a direct relationship between leadership empowerment behaviour and job satisfaction and affective commitment. Psychological empowerment partially mediates these relationships. Employee attitudes were also shown to be related to intention to stay.

This study provides validation of the LEB construct in an individualized working context and suggests that psychological empowerment is a relevant construct to link LEB to employee attitudes and behavioural intentions. The cross‐sectional nature of this study restricts the clear pinpointing of temporal causal relationships within the empowerment process. Furthermore, common method bias might have inflated correlations between constructs.

The LEB dimensions provide organizations with concrete behaviour that leaders should emphasize in order to foster employee commitment, satisfaction and loyalty to the company.

This is the first paper that studies the relationship between leadership empowerment behaviour and the multi‐dimensional conceptualization of psychological empowerment. It aims to gain further insights into the relationship between structural and psychological perspectives on empowerment and clarifies how these constructs relate to employee attitudes and behavioural intentions.

The purpose of this paper is to explore professional employees' career move preferences and the impact of both individual and organizational career management. Departing from theoretical work on the “new career”, different types of career moves employees can make on the internal labor market are discussed and related to the literature on both organizational and individual career management.

To test the hypotheses, a cross‐sectional survey of 472 professional employees from one company is presented.

The preferences for both vertical career moves and moves relating to job enrichment and temporary moves are significantly affected by individual career management, but not by organizational career management practices. The preference for making lateral moves could not be explained by our antecedent variables.

Future research should involve a larger sample of organizations in order to collect empirical data about the extent to which OCM practices impact career preferences. Our results provide evidence for the relationship between individual career management and career move preferences and thereby adds to the literature on the “new career”.

This study has a number of practical implications that relate to the ways in which organizations can stimulate different career moves among their employees through the enhancement of personal career initiatives.

The value of this paper is the contribution it makes to the career literature by relating to different streams of research, about career mobility on the one hand and individual and organizational career management on the other.

Within the scope of the Targeted Socio‐Economic Research (TSER) project (1998‐2000), that aimed to examine new human resource development (HRD) initiatives in learning‐oriented organisations throughout Europe, this paper confronts the Belgian findings with the European outlook. The study examines how HRD departments in learning‐oriented organisations envision their new role in stimulating and supporting employees to learn continuously, what strategies HRD departments adopt to realise their envisioned role and what inhibiting factors they encounter when tying to realise their new role. The results of a survey of 165 companies, of which 39 are located in Belgium, showed a paucity of innovative HRD practices. However, professionals indicate that strategies to support the business and to stimulate learning and knowledge sharing will become increasingly important strategies in the future. The factors that appear to significantly hinder the change process are also discussed.

The purpose of this paper is to explore the nature and role of career boundaries for enabling/constraining career self-management (CSM) for occupational boundary-crossing in the UK graduate labour market (GLM).

The data are provided by career history interviews with 36 UK graduates. The analysis contrasts transitions for those who started careers in low-, intermediate-, and high-skilled segments of the labour market.

Availability of development and progression opportunities were the most prominent career boundary experienced. Ease of boundary-crossing differed by career stage and educational background. Boundaries enabled CSM by acting as psychological/external push factors, but push factors only aided progression to high-skilled segments for a third of graduates who started careers in underemployment. For the rest, an adaptation of expectations to labour market realities was observed.

Although career history interviews limit generalisability, they contextualise boundaries and deepen understanding of career actors’ subjective experiences and responses.

The study highlights the role of labour market and demand-side constraints for career transitions as well as proactive career behaviours. This has implications for career counsellors, employers, and individuals.

This paper provides a distinctive “boundary-focused” analysis of emerging career boundaries in the GLM. The findings point to the intricate interplay between structure and agency for career development.

Drawing upon conservation of resources (COR) theory, this study aims to examine whether benevolent leadership from top hotel leaders can foster employees' work engagement during COVID-19 via two valued career-related resources, namely organizational career management (OCM) and individual career management (ICM). This study also proposes that the importance of ICM as a resource diminishes when ICM plays a prominent role.

Survey data were collected from 600 employees in 20 hotels located in a major tourist destination in Thailand during COVID-19. The data were analyzed using latent moderated mediation structural equation modeling (SEM).

This study found that the relationship between hotel leaders' benevolent leadership and employees' work engagement was mediated by both OCM and ICM. Furthermore, as expected, this study found that the indirect effect of benevolent leadership via OCM was weaker when ICM was high.

This study sheds light on the importance of hotel leaders and career management activities in promoting employees' work engagement. Thus, despite concerns that investing in career management activities might lead employees to manage themselves out of the organization, the current findings indicate otherwise.

Based on the resource-gain perspective, this study contributes to the leadership and hospitality literature by being among the first to show that the influence of benevolent leadership on work engagement occurs through the simultaneous mediating roles of OCM and ICM. Moreover, this study contributes to the current debate about the interactive effects of OCM and ICM.